Guide the employees in contributing to the organization’s success

The tittle of this post is one of the sentences of a presentation covering the following items:

Identify major determinants of individual performance
Discuss the three general purposes of performance management
Identify the five criteria for effective performance management system
Discuss the four approaches to performance management, specific techniques used in each approach, & the way these approaches compare with criteria for effective performance management system

From this exhaustive work, I’m would like to point out two ideas:

1- When referring to the sources of performance information, the authors propose the manager, the colleagues, the customers and the subordinates, but when describing the qualities and issues of each level, the critic to the information produced by the subordinates is that this can "give power to the subordinates".

Empowerment has been recognized as a strong motivation tool, and one of the consequences, that we must not only accept, but encourage, is the power of the employees as professionals in any level of the organizational relationships.

2- The rater's values and attitudes can condition the result of a Performance Appraisal.

The HR department must create a clear procedure, and give training to the raters, in order to avoid that the mangers could evaluate their people based in their own qualities and performance, just using a mirror instead of an honest and professional method